What an honor! Jon Ingham(British HR Consultant) (LinkedIn / Twitter), Organization Strategist (website) is about to publish a new book, which adds „social and digital“ to our organizational thinking. He gave me the great opportunity to read it upfront and despite having very little time for additional extra projects, this caught my attention very fast.
We see more and more books coming out form all kind of authors – evangelists, regular authors making money, just a few people actually being in the process of re-organization (they are typically quite busy right now 😉Jon’s book is different. (mehr …)
Organizations are so strange. Everyone wants the high potentials, the best employees on the market. But once they are hired, they are often put into the „leader“ (think, involve, solution) and the „employee“ (work, follow, problem) drawer.
So employees are not being asked or involved in decision making or planning. That might sound black and white, but ask yourself:
Who is asked in your organization, once a decision is needed? Leaders or Employees
I am happy to share with you the results of one of my recent projects at Continental on my future work mission – the Flexibility Engagement Campaign – For people, with people.
Click below to read the full story with additional videos, results and summary presentation:
Lately more and more people asked me about the GUIDE Self Introduction Form, which I developed as an application form (and filter) to find voluntary Change Agents. Here it is – with some background information and how I put it together (and why) It has been a lessons learned review for me as well – so thanks for the trigger.
In 2012 I had the task to drive a huge culture change at Continental – introducing Enterprise Social Networking. To reach all our (back than)86.000 colleagues with access to a computer, I needed a network of passionate change agents. My goal was to have at least one in every location (in 50 countries) and this „GUIDE“ should not have to take care of more than 200 people, personally. So I had to find about 400 highly engaged, self driven colleagues in all levels, all regions, functions and age – also hierarchy level.
How to find 400 passionate change agents (without THEM knowing, they could be) The only fast communication channel, back than has been eMail, so I won over our CFO and CHO to send out a short note to every colleague worldwide:
„Are you a motivated, curious, communicative person?
Do you want to become part of a global GUIDE network demonstrating a new method of communication and collaboration?“
Apply to be a GUIDE by filling out this short Self Introduction Form
During the three year journey, I never mentioned Change Management tools, methods or terms or called anyone „Change Agent“.
Many had doubts that those „voluntary“ colleagues could do the job
I did not ask for grades, positions, functions, education levels. The only request I made has been:
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Organizations are so strange. Everyone wants the high potentials, the best employees on the market. But once they are hired, they are often put into the „leader“ 
